In change processes, the modern manager has a wide range of tools to guide the change (vision / strategy / critical success factors / critical performance indicators / management dashboards / etc.).
The big gap is not here, but in involving the individual worker in the change.
When we start working with the Talent Passport of the worker and the Talent Passport of the team in a change process, we invite them to work out for themselves where and how they can contribute to the desired change. Because this contribution starts from one’s own talents, people feel much more personally involved in the change and the chance of success increases exponentially.